By: Hiya Shah
Epilepsy in the Workplace
Epilepsy in the workplace can be a tricky thing to discuss. Unfortunately, as a result, it has been susceptible to significant stigma. This article discusses the issues that currently plague individuals with epilepsy in the job market, as well as what they and all employers ought to know.
Current Issues
Current issues begin with a lack of knowledge about epilepsy and its impact. Specifically, both the understanding of how the disorder functions and how it may impact performance is misunderstood, leading to fear and reluctance, as outlined under the Employment section on the Canadian Epilepsy Alliance site. As a result, discrimination, underemployment and unemployment are prevalent as well. In Canada alone, “the unemployment rate is double that of the general population” (Employment, n.d.-a). Underemployment and job layoffs are also prevalent in the United States (U.S.), which shows an under-utilization of skills possessed by people with epilepsy.
Not only that, but epilepsy is also associated with general stigma both in and out of the workplace, to the point that individuals with the condition feel more shame and depression for having it (De Souza et al., 2018). Even with a job, individuals with epilepsy face ignorant, negative, and/or unlawful (when it is in the form of overt discrimination) attitudes. Discrimination is direct, indirect and in the form of harassment and could be targeted or a result of less accessible rules, structures, systems and a refusal to adjust them (Work, Employment and Epilepsy, 2025)! They face fear and improper conditions or demands. The lack of knowledge results in an employer who is concerned about lower productivity or worse performance, absenteeism, and having to take care of liability or accommodations (Employment, n.d.-a).
The Truth: What to Know
Many of these issues could be solved by redirecting focus to spreading awareness, and not stigma. For instance, perhaps as a result of wanting to prove oneself, accident rates are generally lower for employees with epilepsy compared with their non-epileptic counterparts; productivity and mindfulness of others and of their own safety, similarly, are higher, if not the same (Employment, n.d.-a).
Additionally, in Canada, the idea that employers must pay extra salary to people with epilepsy on their payroll is also just a misconception. When it comes to driving, as long as an individual with epilepsy has been seizure-free for a specified time period, they are granted a license with exceptions to other requirements (Employment, n.d.-a; Work, Employment and Epilepsy, 2025; Epilepsy in the Workplace and the ADA, 2013; Employment, n.d.-b). Thus, only those whose license has been medically suspended may be exempt from a position, so long as the employer provides valid proof that a driver’s license is necessary for the position.
For individuals with epilepsy, you may want to keep in mind the following as you job search:
- Job type
- Environmental risks
- Work hours
- Seizure first aid availability
- Job environment (attitudes of employer and coworkers)
- Medical condition disclosure
As an employee with epilepsy, you may also want to keep in mind some general safety:
- Elevator over stairs
- Safe climbing heights
- Discussing uncontrolled seizures with a trusted physician
- If your employer and coworkers know, develop a plan with them for emergency seizure first aid (what to do, who to call, etc.)
(Safety at Work, n.d.)
Laws and Regulations: Disclosure
The right to disclose your medical condition remains with you in Canada, the United Kingdom, the United States, and Australia. That is, an individual with epilepsy has the right to choose when or if at all they disclose their condition (Employment, n.d.-a; Work, Employment and Epilepsy, 2025; Epilepsy in the Workplace and the ADA, 2013; Employment, n.d.-b). It is illegal for an employer to ask medical questions on an application, and you have the right to refuse a response. It is important, however, that should you choose to disclose the condition, you do it clearly, calmly, and concisely with all relevant information needed in what others might witness and what appropriate responses can look like. It is also worth knowing that information like this is confidential and that supervisors or HR cannot inform coworkers without the discloser’s permission.
Laws and Regulations: Accommodations
In Canada, the United Kingdom, the United States, and Australia there exist laws that prevent an employer from discriminating against individuals with disabilities, including epilepsy, and require them to make adjustments and accommodations to ensure the safety of all employees, including said individuals (Employment, n.d.-a; Work, Employment and Epilepsy, 2025; Epilepsy in the Workplace and the ADA, 2013; Employment, n.d.-b). Accommodations can include keeping the worker on the ground, scheduling stable shifts, eliminating strobbing or flickering lights, etc.
Resources
To view more information, visit:
- https://www.epilepsy.com/preparedness-safety/staying-safe/safety-work
- Find real-life examples of accommodations in addition to extra information.
- https://www.canadianepilepsyalliance.org/about-epilepsy/living-with-epilepsy/employment/
- For information on Canada operations, procedures, and laws regarding epilepsy.
- https://epilepsysociety.org.uk/living-epilepsy/employment
- For information on United Kingdom operations, procedures, and laws regarding epilepsy.
- https://www.eeoc.gov/laws/guidance/epilepsy-workplace-and-ada
- For information on United States operations, procedures, and laws regarding epilepsy.
- https://www.epilepsy.org.au/about-epilepsy/living-with-epilepsy/lifestyle-issues/employment/
- For information on Australia operations, procedures, and laws regarding epilepsy.
As an individual with epilepsy, it is important that you know the laws and your own rights where you reside, as it can help you stand up for yourself and others. This topic need not be stigmatized. With a little positive discussion, we can move past these issues and make the workplace a more inclusive space for everyone.
References
De Souza, J. L., Faiola, A. S., Miziara, C. S. M. G., & De Manreza, M. L. G. (2018). The perceived social stigma of people with epilepsy with regard to the question of employability. Neurology Research International, 2018, 1–5. https://doi.org/10.1155/2018/4140508
Employment. (n.d.-a). Canadian Epilepsy Alliance. https://www.canadianepilepsyalliance.org/about-epilepsy/living-with-epilepsy/employment/
Employment. (n.d.-b). Epilepsy Action Australia. https://www.epilepsy.org.au/about-epilepsy/living-with-epilepsy/lifestyle-issues/employment/
Epilepsy in the Workplace and the ADA . (2013). U.S. Equal Employment Opportunity Commission. https://www.eeoc.gov/laws/guidance/epilepsy-workplace-and-ada
Safety at Work. (n.d.). Epilepsy Foundation. https://www.epilepsy.com/preparedness-safety/staying-safe/safety-workWork, employment and epilepsy. (2025, March 6). Epilepsy Society. https://epilepsysociety.org.uk/living-epilepsy/employment
